INTRODUCTION

Industrial progress depends on a satisfied labor force. In recognition on this fact, the importance of labor welfare measures was accepters as early as 1931, when the royal commission on labor states: the benefits, which go under these women culture are of great importance to the worker and which he is unable to secure by himself. The schemes of labor welfare may be regarded as a wile incensement which should are usually does bring a profitable return in form of greater efficiency. Labor welfare measures also have beneficial on the workers. The welfare measures influences the sentiments of the workers are contribute to the maintenance of industrial peace. Better housing, sickness and maternity benefits, provident funds and pension educational facilities and entertainment etc. Creates a feeling and among the workers that they have a state in the industry the workers become more stabilized and committed and economically efficient, and the mental and moral health of the worker is improved. There is a social reason also. As pointed out by the labor investigation committee, the provisions or vices: medical and entertainment rescuer the incidence of vices; medical and material and child welfare service improve the health the workers and bring down the rates of general material and infinitive mortality; and educational facilities increase their mental efficiency and economic productivity.

Now a days almost very enterprise incurs expenditure on the welfare of its workers. The ultimate aim behind these facilities is to improve the lot of workers, the degree of their efficiency and the quantum and quality of service. The facilities are both the welfare measures to safe guars the health of factory. Worker within the work place has been made statutory under the factories the Act, 1948. These provisions ensure that conditions of work, as far as possible, so not adversely affect their health. These relates mainly to cleanliness disposal of wastes and attuned, ventilation, control of temperature, elimination of dust and fumes, artificial water facilities for storing and drying clothes, facilities for sitting, rest shelters, first aid appliances, canteens, checkrooms and creates. The establishments covered under factories act, 1948 are statutorily required to provide all such welfare facilities. The welfare amenities provided outside the word place are generally no Statutory in nature are include housing recreation medical are transport facilities, etc Twenty years later the planning commission realized the importance of Labor welfare, when it observed that in order to get best out of worker in the matter of production, working condition required to be include to a large extent. They should at least have the means of facilities to keep himself in a state of health and efficiency this is primarily a question of adequate nutrition and suitable housing conditions the working condition should be such as to safeguard his health and protect him against occupational hazards. The work place should provide reasonable amenities for his essential needs the worker should also be equipped with necessary technical training and a certain level of general education. The needs for labor welfare arise from very nature of industrial system with is characterized basic to facts the condition answer with work is carried on are not congenial for health; and second when labor joins industry he has to work in an

entire strange atmosphere creating problems of adjustment one another cal these to facts the long arm of job and the social invasion of the factory. The working environment in a factory adversely affects the workers health because of the exercise heat or cold, noise, odor, tumes, dust, insanitation and lack of pure air. This leads to occupational health hazard and respiratory diseases. Providing better service and work conditions devices and compensatory benefit in a case of accidents or injury or disablement can minimize these adverse effects. This has been referred to as the long arm of the job, which stretches out its adverse effects on the worker long his normal 8 hours work hence the need for provision welfare services within true premises of the factory mine or a plantation. When a worker who is generally a rural life, comes to work in a factory, he has to work and live in unhealthy, congested factories and slum areas, with no outdoor recreation facilities. To escape from firing conditions of tedious and tiresome job, be absents himself becomes irregular and often indiscipline. All these changes have been return to as the social invasion of the factory. Hence the need for providing welfare service, for whether improves condition of the work and life for employees. Whatever leads to increasing adaption of the worker to his task and whatever make him fully contented lesion his desire or need to leave the factory for a time lighten for him and the factory. SAIL AND ITS UNITS SAIL- Steel Authority of India Limited is one of the Navarathna companies the business of steed with an annual turnover of around Rs.19, 000 courses. Sail ranks 15th position among the steel producers of the world and it has

the capacity to produce Indian s most precious raw material 12.5 million tons of crude steel saleable steel capacity around 9.8 million tones. STEEL INDUSTRY IN INDIA AND SAIL Whether it is power, water, irrigation railways, petroleum, housing, defense or industry the countrys net economic capability depends on steel. SAIL produces over 27% of Indias steel requirements. A part from steel, a number of by products, that are critical inputs of making vital sectors of economy are produced SAIL, RAJA & SONA the two fertilizers produced by SAIL have contributed their mite to user in the green revolution. SAIL- The integrated company comprises the following units & one subsidiary: UNITS 1. Bhilai steel plant Bhilai, Chhattisgarh. 2. Bokhara steel, Bokhara Jharkhand. 3. Durgapur steel plant, Durgapur west Bengal 4. Rourkela steel plant Rourkela, Orissa 5. Alloy steel plant Durgapur, west Bengal. 6. Salem steel plant, Salem Tamil Nadu 7. Visreswarayya iron steel plant, Bhadravati, Karnataka 8. Central marketing organization, Kolkata. 9. Research and Development centre for iron and steel, Ranchi. 10. Management training institute Ranchi. 11. Center for engineering and technology, Ranchi 12. Raw materials division, Kolkata 13. SAIL, sweaty organization. 14. SAIL Consultancy division, New Delhi.

15. Environment management division, Kolkata 16. Growth Division , Kolkata SUBSIDIARIES 1. Indian iron and steel company, Burnpur, West Bengal. 2. Maharashtra Electro smelt Ltd, chandrapur, Maharashtra. MAJOR UNITS ROUREL STEEL PLANT To Rourkela goes the credit of have been the first steel plant in the public sector to come into production. The first coke over battery was lighted on December 3, 1958 and the first blast furnace was commissioned on February 3, 1959. The heat of LD oxygen blown steel was made on December 27, 1959. The Hot strip Mill was commissioned on February 28, 1961. Rourkela steel plant has the unique distinction of being the trend setter with regard to the technology of iron and steel in the country. It was here that LD oxygen steel making was adopted at a time when even leading steel producers of the world had not opted for it. A singular feature of Rourkela is its fertilizer plant, which was specially conceived to utilize the nitrogen available from the air separation units of oxygen plant and hydrogen to be separated from the coke oven gas. It was the first integrated steel plant in India designed to produce only flat products. With the recent modernization activities the plants production capacity has been enhanced to 1.9 MT of crude steel. BHILAI STEEL PLANT

The plant began its operation on January 31, 1959 when coke over battery No.1 was commissioned. The first blast furnace was inaugurated on February 4, 1959 and production of steel started on October 12, 1959 with the commissioning of open hearth furnace No.1. The million ton plant was completed on 1961. Bhilai has the unique distinction of being the first public sector steel plant to have reached the rated level of production of one million ton of ingot steel was taken up during the sixties. A significant feature was the installation of 500 ton capacity open hearth furnaces. The last unit of the expansion was a high speed multi strand wire rod mill, commissioned in September 1987. DURGAPUR STEEL PLANT Erected in west Bengal in the late fifties, the plant started with a capacity of one million tons of ingot steel per annum. Production of iron began of December 29, 1959 and the first steel ingot was made on April 24, 1960. It was subsequently expanded to 1.6 million tons capacity in sixties. The plant is a major producer of railway materials like wheels and axis, fish plats and sleepers. It also produces light and medium sections, merchant sections and scalp. The production capacity of Durgapur steel plant has further been expanded to 1.876 MT Crude steel. BOKARD STEEL PLANT Bokard steel Limited (BSL) was formed on January 29, 1964 to carry out the project. The project took off with the signing of a agreement with the government if USSR on January 25, 1963. The construction sated on April 6, 1968. The first coke oven battery was commissioned on September 9, 1972, the first blast furnace on October 3, 1976 and the first converter was commissioned on January 3, 1974. The Indian engineering and equipment suppliers played a major role in setting up of this plant. The plant was envisaged with an initial capacity of 1.7

million tons of ingot steel output is rated at 4.5 MT. The plant is designed to produce hot and cold rolled sheets, coils and slit coils in many specifications and sizes. IISCO STEEL PLANT IISCO is the second old set integrated steel in India, next to IISCO. The plant was taken over by the Government of India on July 14, 1972 and it was a fully owned subsidiary of SAIL. Now it merged with SAIL with effect from 16th February 2006 and renamed as IISCO Steel plant (ISP). The plant has a capacity of producing 0.4 million tons of ingot steel per annum, steel is made by Duplex process using acid Bessemer converters and basis open hearth furnaces. It has a wide range of products including structurals, special sections, rails, bars, hot rolled and galvanized sheets. Spun iron pipes are produced in its units at Kulti and Ujjain.

ALLOY STEEL PLANT Alloy steel plant was installed at Durgapur with 1, 00,000 tons of ingot steel capacity in 1960, with Japanese assistance. This is the largest alloy steel producing unit in the country. The plant was subsequently expanded to a capacity of 1, 60,000 tons. The plant is being further expanded under the Stage-II expansion programmed to augment the crude steel capacity to 2, 46,000 tons per year. The plant has one slab-cum-twin bloom continuous casting machine, the only of its kind in India.

COMPANY PROFILE
SALEM STEEL PLANT A steel plant in Salem was a long cherished dream. Government of India decided in May 15, 1972 to set up an integrated special steels plant at Salem in the state of Tamil Nadu for the production of sheets and strips of electrical, stainless and other special and mild steels on the basis of sound technoeconomic considerations. The construction of the plant was inaugurated June 13, 1972 by the late Shri Mohan Kumaramangalam, the then Minister for steel & mines. Thus a dream of having a steel plant in Salem had started taking a shape in the foot hills of Kanjamalai. The company Salem steel limited was registered on October 25, 1972. It was a government of India undertaking and subsidiary of steel Authority of India limited (SAIL). The plant was designed to roll out 32,000 tons of cold rolled stainless steel strips and wide sheets per annum in the first phase. Situated in Tamil Nadu, the plant brings to India the latest sophistication in cold rolling technology. In the second phase, the production capacity was increased to 70,000 tons per annum by installing the second sendzimir mill. Stainless steel from Salem finds application in many industries nuclear, petroleum, chemicals, fertilizer, food processing, pharmaceuticals, dairy, household appliances and cutlery. The plant actively pursuing development activities to promote use of stainless steel in new areas blanking line was commissioned during the year 1993 with a capacity of producing 3000 T coin blanks per annum and the provision is there to make utility blanks. HOT ROLLING MILL

The Hot Rolling Mill Complex consists of a slab Yard, a walking beam Reheating Fumes a Roughing mill, single sand 4 Hugh reversible stickle villa down coiler and coil yard for marketing, cooling & dispatch. The major equipments excepting for the walking been reheating furnace have been supplied by m/s SCHLOEMANN-SIEMAG (SMS) of Germany. Product Mix With the commissioning of Hot Rolling Stickle Mill, Salem Steel plant has also entered the market of carbon steels. The hot rolling stickle mill is capable of producing both stainless as well as non-stainless steels. In case of capable carbon steels the minimum thickness which can be achieved is 1.6 mm and in the case of stainless steel the minimum thickness achieved would be 2.0 mm. The mill has the capacity to roll upto1300 mm width. PROCESS Slabs of carbon steel or stainless steel are received through wagons from Alloy steel plant. Durgapur of bhilai steel plant, of form abroad and stored in slab storage yard. As per the schedule the slabs are charged in the walking beam reheating furnace and annealed to a suitable temperature. Later these slabs are discharged from furnace and sent to roughing mill. In Roughing mill the slabs are rolled to transfer bar to a thickness of 25 mm and send to stickle mill for further reduction. Having achieved the required thickness, the material is cooled with the system of laminar cooling in case of carbon steel and coiled in down coiler. In case of stainless steel the material is directly coiled in down coiler after natural cooling. From down coiler HR are taken to CRM or customer through trucks. COLD ROLLING MILL

In the phase I & II hot bands(not rolled stainless steel coils) of 4mm to 6mm thickness as input material were imported to produce cold rolled stainless steel coils and sheets. With the commissioning of the hot rolling mill, this route has been redundant. As per of reverse integration, the hot rolling stickle mill suppliers the required hot rolled coils(HRC) input to CRM and also produces HRC of nonstainless steels (carbon steel) The product-mix of the plant is so designed as to meet the growing needs of sophisticated industries like petroleum, chemicals, pharmaceuticals, fertilizers, paper and pulp making, textiles and dairy equipments, besides Railway requirements, electrical appliances, domestic utensils and decorative materials. Salem steel plant is producing cold rolled stainless steel coil and sheets of thickness ranging from 0.3 mm to 6.0 mm with a width up to 1250 mm in austenitic, ferritic and martens tic grades. Apart from cold rolled (CR) products, hot rolled (Hr) products of stainless steel of different thickness and HR products of non-stainless steel (carbon steel) are also produced. MAJOR EQUIPMENTS AND OTHER FACILITIES The major production facilities include 1. Coil build-up line 2. Bell annealing fumaces-3 nos 3. Annealing and picking lins-2 nos 4. 20 high sendzimir cold rolling mill 2 nos 5. Roll grinding shop

6. Strip grinding shop 7. Skin pass mill 8. Shearing line 9. Slitting line 10. Coil inspection and dividing line 11. Cut to length line 12. Blanking line 13. Sheet grinding and polishing unit 14. Stretcher leveler 15. Requiring shear 16. Utility services PRODUCT MIX Salem steel plant specializes in the production of wide cold rolled stainless steel sheets and coils. during the first stage, had a capacity to produce 32,00 tons of stainless steel sheets and coils with thickness ranging from 0.3 mm to 6.00 mm and widths varying from 600 mm to 1250 mm, for sheets the length varies from 500 to 400 mm. for slit coils, minimum width can be as low as 50 mm. in addition to the common 2D and 2B finishes, a wide range of surface finishes, mirror and hair-line finishes are produced in a variety of grades, conforming to international standards. PROCESS Salem steel plant employees the latest technology in cold rolling and incorporates the most modern equipment, supplied by the leading machinery manufactures all over the world. The raw material for Salem steel plant is hot rolled stainless steel coils, called hot bands. These coils are processed in coil build up line (CBL) coils from CBL are

softened and desalted in annealing and picking lines (APL). From here they are sent for cold rolling in the sendzimir mill (mill) to the desired final thickness. The cold rolled coils are again softened and decaled to obtain the optimum finish and mechanical properties. These are passes through the skin K pass mill (SPM) to give a bright finish and necessary flatness. The coils are ultimately either silt or sheared in finished products in the form of silt/divided coils or cut lengths. The special surface finishes are obtained in sheet form in the sheet grinding and in the coil form in the strip grinding line (SGL). Equipment suppliers and other agencies of CRM The Salem steel plant bears contribution by way of equipment supplies from 13 major foreign suppliers in eight countries, twelve public sector undertaking and several private sector industries in India. In value, only 38% of the equipment has been paid in foreign exchange, with 20% supplied by public sector undertaking in India and 42% supplied by Indian private sector. Te erection of the equipments is totally Indian, the Hindustan steel worker construction limited providing civil and structural requirements and Tamil Nadu water supply and drainage (TWAD) board providing water supply and sewage facilities. One of the biggest liquefied petroleum gas storage facilities in the country is at Salem steel plant, put up by Indian agencies. The production knows how for cold rolling stainless steel and finishing was obtained from M/s ugine of France. The blanking line, supplied by M/s scholar, Germany, uses the state of the art technology to produce high quality stainless steel blanks for coins and utility purposes. It consists of a 160 tons capacity press with scope for 60 to 630 strokes per minute. The line has facility for debarring, degreasing, rimming, annealing &

pickling, counting and packing facility. The press supplies 25 paisa, 50 paisa and re 1 coin blanks to the government of India. Distinctions Salem steel plant was commissioned on scheduled date i.e. September 13, 1981 by shri AS gill, secretary, department of steel, ministry of steel & mines; government of India production was commenced. The plant was formally inaugurated on March 13, 1982 by shri narayan datttiwari, the then honorable minister for industry, steel & mines, government of India. Salem steel plant has the distinction of being among the very few projects of this magnitude in recent years which were completed right on schedule. The plants production has exceeded the rated capacity. The products marked by Salem steel plant have own customer appreciation for their quality and mechanical characteristics. The plant has had the unique distinction of begging international awards for its safety record. The British council conferred on Salem steel plant the sword of honor for the years 1984 and 1986 in recognition of the safety standards and performance. Apart from this, a number of other state and national awards have been received. WELFARE FACILITIES IN SALEM STEEL PLANT Medical facilities Salem steel plant has a separate hospital for the medical treatment of employees and their family members. The hospital is located inside the Mohan Nagar township treatment for almost all types of disease is given in the hospital for

specific chronic cases, the chief of medical service refer such cases to specialized hospital like CMC, Apollo hospitals the expenses will be reimburses by the SSP. The employees are allowed to take Ayurvedic and homeopathy treatment which will be paid by the SSP. Hospital is well equipped with the modern facilities. It has more than 40 beds & intensive care units. The hospital functions round the clock. It also has on occupational health center situated within the plant premises for the treatment of employees in case at emergency. ELIGIBLE The eligible persons to take treatment in main hospital are employees wife/husband, unmarried sons/daughters, father and mother. MEDICAL SERVICE The hospital conducts medical camp every year around the villages surrounding the plant area. RESIDENTAIL QUARTERS Residential quarters are situated away 3km from main plant. The township is well designed, with good sanitation facility. The quarters have a 4 type such as A Type, B Type, C Type. The allotment is based on the grade and seniority position. A type is meant by only for non executives, B type is for both senior non executives and junior executives. C type & d type is meant only for executives. The town administration department is talking care of its maintenance and allotment etc., Monet provides the cable TV facility to all residential quarters. About 50 channels telecasted in the quarters.

TRANSPORT Employees residence were at different place of the salem. In order to facilitate them SSp has made an agreement with TNSTC-SALEM to ply bused from old bus stand during the shift time. SCHOOL School is located in mohan nager township. The school name SRI VIDYA MANDIR MATRICULATION & HIGHER SECONDARY SCHOOL. The school came into existence during the year 1982. The school provides quality education to children of employees. Salem steel plant aids financial assistance & support to the school. CO-OPERATIVE STORE Co-operative store is functioning in mohan nager township. LPG is one of the important benefit enjoyed by the employees. This is a only place where LPG is given by credit system in India . co-operative store sells all the cosmetic items, durable & non durable goods. Luxury goods such as grinder, mixi are also sold with 4 equal installments. RECREATION Nehru park is location mohan nagar township covering wide area. Children park loacations very close to the quarter the children. The park is maintained with good drinking water facilities. Steel family club, muthamil mandram are non profit entertainment organization run by the members at non executives. This shows that SSp employees unity.

These organization conduct various entertainment programs such as dance, rangloli, skit, drama, natpura pattu, karakattam, oilattam etc., SPORTS & GAMES Sports are important for all age group, because it is the only medicine for good health and to develop the co-operative among employees. Cricket, foot ball, tennis, basket ball, shuttle are played by employees. Employees were sent to the tournament at national level. Every year on SAIL DAY Athletics were conducted the winners were given trophy, medal & certificates. GYM Gym is functioning in SSP for the benefit of employees and their spouse the monthly fees is just Rs.10. LIBRARY Township library helps to employees & their family. Tamil, Malayalam, Kanata, Hindi, telgu, English books are there in library. Competitive success review readers digest, wisdom, manorema veer book helps to the students to learn for the competitive exams, four English daily news paper and 2 daily Tamil news paper were bought by library and also monthly & fortnight magazine such as gokkulam kathir, India today, front line, kumudam bakti, anmigem are the books available in library. Computer book & CDS are available in the township library which facilities the employees and their families for higher education. The monthly fee for library is only Rs. 5 per month.

CANTEEN The world canteen generally signifies a place where eatable and drinks are served, and also container for caring (and serving) drinks & eatable. In industries the term canteen refers a place at the work in which whole some food and drinks are provides to workers at subsidized rate. SSP has canteen at HRM, CRM, Admin canteen is located near administration department outside the plant area. HRM canteen is located near HRM; CRM canteen is located near CRM. These canteens serve to the employees working near to that particular area. The rate of canteen food is very cheap with good quality. Price list is given in the following tables Items Price Coffee 25p Tea 5 pm Lunch Re.1 Vada 15p Pongal 40p Biriyani 40p

SATETY The term accident is used in the sense of injure to the workers occurring during in the course of this employment. Three injuries is not happened but are caused. This means accidents are not accidental but are logical in the sense that they follow foreseeable causes or from causes which could have been avoid or reduce the accident the SSP given safety equipments to their employees such as mask earmuffs, belts, shields, shoe, and helmets.

Safety is important it has direct effect on productions, safety is important for the individual as well as SSP as a whole. A separate department at safety is functioning in the plant. Fire service station is location near the industrial premises, which is controlled by central industrial security core (CLRF). There are installations of safety alarm, smoke defectors waters sprinkles at advantage locations to take care of the emergency situations. With regard to safety front organization refresher courses are conducted to the employees for the safety measures and practices no persons allowed inside the plant area without the helmet, if they enter without helmet they liable to pay fine. GRIEVANCES REDRESSAL SYSTEM Grievance is a complaint stemming from an injustice or injury, real or imaginary SSP has its own system of handling grievance there are two systems of handling grievance in SSP. They are, y Recording in the register y By Mutual understanding The line manager is response for solving the problems of the employees TRAINING & DEVELOPMENT HRD center caters all the training needs of the all the departments of SSP training is imparted of the employees to UP grade the skills, refresh the standard, operating practices etc., Salem steel plant training department takes the faculty support of

experts from department SSP have developed a dedicated team for conducting training on various subjects.

The following programs are conducted by the HRD center

HUMAN RELATION AT WORK This course is imparted to the non-executive employees in various departments with a view to further strengthen better human relation at the shop floor level. SELF DEVELOPMENT Employees in SSP are going in age, highly motivated and have a lot of aspiration to go up to in life to give team a kind enthusiastic support in their development goals, this course is conducted with the help of external facility. The course has an impact on the general thinking and attitude of the employees to work. CONFLICT RESOLUTION AND ABILITY TO WORK IN A TEAM Conflict resolutions and ability to work in a team is an essential ingredient of group interaction situation. Hence this course finds an important place in the training needs identified for non-executive employees. COMMUNICATION SKILLS The communication is the life blood of organization. The communication must be effective. So in order to develop communication skills this course gain importance to all level of employees.

HIGHER EDUCATION SSP encourages their employees to pursue higher education. Motivate their employees, the SSP reward with Rs.10, 000 for engineering reducing the promotion of 6 months. Clusters reduction from 7 years to 9 years to become eligible for executives. From S-10 to E-0Rs. 2000 for employees who completes matriculation. PROMOTION Promotion is a positive motivation to the workers. When the workers are promoted to next higher grade they will be motivated, the production also increases. The types of promotions are followed in SSP 1. With in clusters 2. Between cluster WITHIN CLUSTER: CLUSTER: S-1 to S-2 S-3 to S-4 S-4 to S-5 S-4 to S-7 S-6 to S-8 S-7 to S-10 , S-9 S -2 to S-3 S-5 to S-6 S-8 to S-9 BETWEEN

PROMOTIONAL ACTIVITIES

Non executives are promoted according to their performance. The appraisal is made at the end of every calendar is made of the end of every calendar year. The HOD is responsible for the assessing the performance of the employees the performance review committee will allot credit point to the employees and will be converted into grades. The following are the factors to consider for the promotion. It may be according the grade of promotion. The following are the factors to consider for the promotion. It may vary according to the grade of promotion. y Job performance y Often dance and punctuality y Discipline y Safety and house keeping y Quality of output y Quantity of output y Job knowledge and skill y Dependability y Co-operative y Initiative and resource fullness y Ability to supervise y Ability to analyze

SALARY AND INCREMENT:

Money is the blood of the life money is the only financial assistants which satisfy the needs of human being. Without money no person can run the life affiancing high degree of standard of life can be active only by money. SSP employees get salary on 7th day of every month. In case Sunday or govt. holiday the salary day will be 6th day of month. The basic pay will be differing according to the grade. TRADE UNIONS: Every year SSP gives this to the employees to motivate their work. Award & reward is given to employees who give fine suggestion, which would benefit to the company. IMPORTANCE OF THE STUDY: The examination the significance and objectives of the labor welfare measures makes one to realize that the program of welfare measures inevitable in the present industrial life statutory welfare measure consisting of both statutory and non statutory are essentials to employees to their effective task performance provision of adequate labor welfare measure involves continuous improvement if employees and their and improving the quality of their life. Every organization needs effective labor force to increase the efficiency and productivity of the entire organization, for this adequate statutory and non statutory welfare measures should be provided by the organization so this study aims to examine adequately of existing labor welfare measures provided by the Salem steel plant and to find out how for the employees are satisfies with these statutory and non statutory welfare measures. REVIEW OF LITERATURE:

From the very beginning of industrial resolution in England the working class has become very important segment in the society with the growth in industrial development the number of working class has multiplied manifold and has emerged as very strong pressure group in almost all the countries in the world. In present times Labor has become concern of academics. It has sere toped of a separate field of study. Various disciplines in social sciences viz., economics public administration, management, law and psychology has included it in their curriculum and large number of studies has been conducted pertaining to the various aspects of labor problem in India and other countries of the world. In the present study the researcher has revered have the studies of selected scholars and reports of injuries commissions to problems labor welfare in India. Srinivasan (1956), the author being a experienced excusive had fealty with the workers engaged in the of workers and details about the welfare problems in the mining industry and some fruitful suggestion have been delineated. Learned author studied the level of indebtedness, absenteeism, income and expenditure, socioeconomic background of background of workers in Kolar mines. Sur (1956), this book may view as consisting of three parties. The first part consisting of inters comparisons. The second part may be seemed to be an analysis on the important factors having a bearing of collective par fining in India. These factors have been identified as the government management attitudes and the trade union rivalry. NATIONAL COMMISSION: (1972) In conjunction with the passage in 1970 of the occupational safety and health Act congress established a national commissioned undertake a compensation law in order to determine if such provide an adequate, prompt, equitable system the

compensation. The work in hand is the result of the mandated study and evaluation. This report contains 3 major sections: y A presentation of objectives for a modern workmens compensation programs. y An evaluation of state workmens compensation programs and recommendations. And y A discussion of a future of workmens compensation. Analysis and evaluation cant take place in a vacuum; they need to be undertaken against a backdrop of objectives. The frame of objectives utilized to the commission include, y Broad coverage of employees and work related injuries and diseases. y Substantial protection against interruption of income y Provision of accident medical care and rehabilitation service. Dixon, Jr. (1973) in this volume Dixon has made a significant contribution by his analysis of the problems of administrating the disability provisions of the social security Act. He has collected and analyzed information from many sources, including court cases, administrative hearings and prior studies and has appeared the standards and administrative procedures involved in this complex social insurance program me. OBJECTIVES OF THE STUDY y To identify the need and importance of welfare of measures in the organization.

y To study the level of attitude of employees towards satisfactory welfare measures y To ascertain the level of attitude of employees towards non statutory welfare measures of the company y To examine the level of attitude of different category of employees towards welfare measures of the company y To find out the problems of employees in welfare measures and offer suitable suggestion on the basic of the findings of the study. y To find out the relationship between demographic variables employees attitude towards welfare measures.

METHODOLOGY This study is mainly based on primary data. The primary data is collected by means of a well designed questionnaire containing questions about employees satisfaction on the various labor welfare measures provided by Salem steel plant. The researcher also collected secondary data from the source such as news line, annual reports, magazines and various records at Salem steel plant. The researcher has personnel discussions with executives and non-executives in Salem steel plant. SAMPLING

The main focus at study is labor welfare measures in Salem steel plant. A sample random sampling method is adopted to carry out the study. In this connection out of 1028 non executives 110 are selected on random basis, covering almost all the departments. Data are collected or the researcher in person with the questionnaire. The questionnaire has been designed on such away as to meet a cross section of various employees representing various departments at Salem steel plant. LIMITATIONS OF THE STUDY Any research study would be facing certain limitations, technical or procedural or otherwise the present study has not been an exception to this rule and had come across certain limitation the following are few of such constraints.

 The study was fined confined only to non executives.  The study has to be completed within a stipulated time period and hence time was a major constraint  Reluctance of concerned to spend enough time for answering the questions was considered to be other major constraints.  The sample size is restricted date time constraint.  Due to prejudice, respondents might have given false information which learns to biased conclusion.

LABOUR WELFARE SCOPE AND CLASSIFICATION INTRODUCTION Definition

To give a simple definition, labor welfare means the efforts to male life worth living for workers. The encyclopedia of social sciences defines labor welfare as the voluntary efforts of the employers to establish within the existing industrial system, working and something living and cultural conditions of the employees beyond that which in required by law, the conditions of the markets. The royal commission on labor was of the view that welfare is one which must necessarily be elastic, bearing somewhat different interpretations in one country from another according to the different social customs, the degree of industrialization and the educational development of the worker. Classifications of labor welfare activities: In 1963, the committee of experts on welfare facilitates for industrial worker convinced by ILO brought the entire range of labor welfare activities within the first two groups. The ILO recommended what types of services should be offered within the precincts of the industrial establishment and what should be provided outside the establishment

As intra mural activities it recommended a) Urinal and latrines b) Washing and bathing facilities c) Crches d) Canteens e) Good drinking water f) Rest shelters

g) Health services h) Industrial safety i) Protective clothing An administrative set up within to supervise the welfare activities. As extra mural activities the ILO recommended activities such as a) Maternity benefits b) Social insurance measures like gratuity, provident fund etc., c) Medical facilities including family planning and child welfare d) Educational facilities e) Housing schemes f) Leave and travel facilities g) Recreational facilities h) Workers co-operatives i) Vocational training programs and j) Transport facilities from and to the working place. Labor welfare activates can also be classified as; 1. Statutory welfare works 2. Mutual welfare works

Statutory welfare works classified 1. Those which are mandatory irrespective the number of employees, and 2. Those which are mandatory subject to the employment of the certain number of workers mentioned in the statute.

STATUTORY WELFARE PROVISIONS: Since independence, the government of Indian gas pared several enactments like the factories act, minimum wages Act, industrial disputes Act, workmens compensation Act etc., to ensure a fair deal to employees in various aspects of the in employment, while some of the enactments are made applicable only in cases. Where a specified number of persons employed as a minimum requirement.

MUTUAL WELFARE ACTIVITES These welfare activities initiated by workers themselves for instance the trade unions undertake many welfare activities to a achieve social and economic advancement of the member worker, the textile labor association at Ahmadabad is maintaining centers for women in handicrafts, study homes, nursery schools and welfare centers for the children of the workers, consumer Co-operatives, co-operatives credit societies and housing societies. The rail mens union is maintaining co-operative societies for its members. The Indian federation of labour undertakes various welfare activities like organizing social and cultural gathering indoor and outdoor games, medical educational and recreational facilities through the labor welfare centers.